Failure to Pay All Wages Due at Termination
This class action concerns employment practices at the California distribution centers of the Target Corporation. The issues are the failure to pay overtime, the failure to provide adequate itemized wage statements, and the failure to pay waiting time penalties, under California labor laws.
This California labor class action makes many familiar allegations against Equinox Holdings, Inc.: failure to pay minimum and overtime wages and failure to allow rest and meal periods, among other things. As often happens, these violations lead to others, such as failure to provide accurate wage statements, failure to pay all wages at termination, and engaging in unfair competition.
One violation of labor laws can create a ripple effect of other violations. If an employer has misclassified a worker as exempt (from overtime pay), for example, that may indicate a whole host of other labor requirements that the employer has therefore not observed. The complaint for this class action alleges that Charter Communications, LLC did not properly classify some of its workers under California law and therefore owes them for overtime, missed breaks, waiting time penalties, and other things.
Walmart is an extremely large company. As such, it has a lot of clout in making up its own company rules and requiring that employees adhere to them. However, this class action brings suit against Walmart, Inc. and Wal-Mart Associates, Inc. for violations of California’s state labor laws in denying employees accrued vacation time pay when they leave the company.
People don’t function well when they’re overly hungry or fatigued. Under those conditions, they can also make mistakes which lead to accidents. California’s labor laws and wage orders require regular meal breaks and rest periods or penalties for not providing them, but the complaint for this class action alleges that Trinity Services Group, Inc. did not comply for its California-based workers.
The complaint for this class action alleges that Target Corporation did not follow all labor law requirements with hourly employees in its California locations. Interestingly, the violation of one California law sometimes leads to an ability to make a claim under a second law.
The complaint for this class action comes packed with allegations against three companies, Avalon Health Care Inc., Berryman Health, Inc., and Avalon Health Care Management of California, LLC. It first makes claims under the Fair Credit Reporting Act (FCRA) and state laws about the companies’ practices of obtaining background reports for job applicants. Then it goes on to a number of labor law violations
It’s frustrating when a person buys something at full price and the item is shortly afterwards put on sale. It’s nice when a company is willing to give the person a refund to make up for this. But does the company then have the right to take back some of the commission the sales associate earned on the sale? The complaint for this class action says that Macy’s West Stores, Inc. cannot take back what they’ve previously paid their sales associates.
Bebe has decided to settle a class action that alleges that it violated California labor laws by its failure to do the following:
This settlement resolves a class action alleging that Wyndham and related companies violated the California Unfair Business Practices Act and also violated California labor law in several ways, by failing to do the following in relation to sales representatives: